2024 Employment Law Updates: What Employers need to know

Employment law has changed considerably over the 17 years or so I’ve been working in the sector. The next 12 months promise to be one of the busiest though in terms of changes. Below is a summary of some of the changes that have come/are coming in to force from this week and beyond. Plenty for employers to get their heads round. If any employers need help getting their policies updated or want training for managers/staff on their obligations under any of these changes (in particular taking steps to prevent sexual harassment as from October) the employment team at Lupton Fawcett LLP are happy to help.

April 2024

1 April – National Minimum Wage rates increase

Holiday pay for irregular hours/ part year workers changes where holiday year commences on or after 1 April. Relevant workers will accrue paid leave at 12.07% of hours worked at end of each pay period. Can be paid on rolled up basis.

Vento bands for discrimination increase

6 April – Weekly pay cap increases to £700 per week/ compensatory cap to £115,115

6 April – flexible working regime changes. Day 1 right. 2 x requests per 12 months. Enhanced consultation requirements. 2 months to respond (including appeal).

6 April – new carer’s rights – Day 1 right. New statutory right to a week’s unpaid leave per year to care for a dependant with a long term care need.

6 April – employees who are pregnant or returning from maternity, adoption or shared parental leave will gain priority status for redeployment opportunities in a redundancy situation.

6 April – Paternity leave changes – leave can be taken at any time in the first year and be split up into two separate blocks of one week.

7 April – SMP/ SAP/ SPP rates increase

July 2024

1 July – Tips – employers to pass on 100% of tips, keep records, pay promptly and have a written policy.

TUPE consultation – unless employee representatives already in place, employer can consult with employees directly for transfers after 1 July where business has less than 50 employees or where transfer involves less than 10 employees.

September 2024

Right to request predictable terms and conditions. Procedure similar to flexible working. Employer to respond within 1 month and rely on one of set reasons if refusing request.

October 2024

26 October – new sexual harassment provisions – employer must take proactive steps to prevent sexual harassment (including by third parties). Potential for uplift in compensation of 25% if do not do so.


April – Neonatal care leave expected. 12 weeks paid (at statutory rates) leave.